TAMGO CONSULTING: Equality Plan
Tamgo helps you implementthe Equality Plan
The mission of Tamgo is to support, guide, accompany, advise, and provide the necessary tools to facilitate the required legal approach and gender perspective, ensuring that companies comply with their legal obligation to implement an Equality Plan. This plan must be the result of negotiation with employees’ representatives, including their involvement in drafting the plan as well as in carrying out the diagnosis.
What is an equality plan?
Equality plans and measures in companies are effective instruments to combat existing forms of discrimination within organisations and promote cultural changes that prevent gender bias and stereotypes, contributing to real equality between women and men.
My company does not discriminate. Do I have to implement an equality plan?
The absence of direct discrimination does not guarantee equal treatment and opportunities between women and men. The low representation of women, whether in certain jobs or at levels of responsibility, may indicate discrimination.
Can my company be sanctioned by the authorities?
Of course, if you do not comply with the obligations set out in the Equality Act. Failure to comply with the obligations of Organic Law 3/2007 on the effective equality of women and men is provided for in the Law on Offences and Sanctions in the Social Order.
Our working methodology is structured in 6 phases:
Phase 1: Establishment of the Equality Committee
The organisation will secure management’s commitment to implement the Equality Plan and will establish a joint Negotiating Committee, which will be the decision-making body. Its members will receive basic equality training and a meeting schedule will be set to organise the process.
Phase 2: Assessment and diagnosis
Information will be collected to thoroughly analyse the company’s current situation. Based on this diagnosis, situations that generate discrimination or limit equality will be identified, proposals will be made to correct them, and both a job evaluation and a pay audit will be included.
Phase 3: Drafting the equality plan
The objectives to be achieved will be defined and measurable measures will be proposed, accompanied by a timeline for their implementation. Likewise, the necessary resources for implementation will be allocated and a specific protocol will be drawn up for the prevention of sexual harassment and harassment on the grounds of sex.
Phase 4: Execution and implementation
The company will be provided with the documentation required to register the Plan in the Equality Plans Register, internal and external communications will be carried out to raise awareness among staff and strengthen the brand image, and the measures defined in the previous phase will be implemented.
Phase 5: Training
Depending on the needs of the client, different types of training may be offered to staff, adapted to various formats and participant groups, in accordance with the specific Training Plan designed.
Phase 6: Monitoring
Information and advice will be provided on applicable legislative updates, along with periodic monitoring of the implementation of the measures carried out by the organisation. In addition, technical support will be provided in cases of harassment, the Salary Register will be updated, and progress on the Plan will be regularly assessed.
Benefits of implementing an equality plan
- Reduces absenteeism and workplace stress within the team.
- Retains and makes better use of talent, reducing turnover and costs.
- Prevents discrimination and harassment, ensuring compliance with regulations.
- Improves work-life balance and wellbeing, increasing productivity.
- Strengthens corporate image, innovation, and social responsibility.
